How Do I Conduct an Introductory Appraisal?

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Prior to the conclusion of the introductory period, an employee's first six months, managers are strongly encouraged to plan and conduct an introductory appraisal. An introductory appraisal can help achieve the following objectives:

1. Setting goals, clarifying performance expectations and monitoring progress
2. Motivating employees through recognition and support
3. Identifying and preparing individuals for increased responsibility
4. Providing formal, written performance feedback
5. Developing employees
6. Promoting an open dialogue between employees and managers

The introductory appraisal is a shared responsibility with activities defined for the manager and the staff member.

NOTE: On occasion, the introductory appraisal can result in the identification of significant performance and/or behavior issues. Contact an employee relations representative for guidance and counsel.

Review the Introductory Period policy and the Performance Appraisal policy for more details.

Appraisal Form

The staff performance appraisal form is used for BOTH the introductory and annual evaluation periods.

Plan and Communicate

Prepare for the appraisal discussion:

• Communicate to the staff member the plans to conduct an introductory appraisal*
• Provide the appraisal form and current job description*
• Describe the process steps and set an appraisal discussion date

* If these two actions are communicated during the departmental orientation the manager sets the stage for the introductory review process.

Appraisal and Feedback

• Staff member completes the self appraisal
• Manager completes the appraisal of the staff member's performance
• Manager and Staff member engage in appraisal discussion
• Manager and Staff member create action plan for skill and/or DePaul career

Signatures and Documentation

• Complete signatures for Staff Member, Manager and Second Level Reviewer
• Make copies for Staff Member and Manager
• Submit Original to Human Resources